How to use a recruitment consultant to get your next CIO job

16 tips on using a recruitment consultant to get a CIO job.

You are a CIO looking to spread your wings and find a better or more interesting role, or someone who aspires to be a CIO. You have an up-to-date LinkedIn profile and CV, and you are scouring the jobs pages. Should you use a recruitment consultant or executive search firm to help your job search?

You should, but not without some thought. Follow our guide to using a recruitment consultant to get your next CIO job.

Matt Egan is UK and US Editorial Director of IDG, publisher of CIO UK, having worked for the world's biggest technology data, media and services company since 2003. A passionate technology fan who writes on subjects as diverse as smartphones, internet security, social media and Windows.

September 15, 2017

CIO UK

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1. Choose carefully

The temptation is to cover the market with the biggest recruiter, or even multiple recruitment firms But this is a vendor-selection process like any other. Don’t just take the first offer that comes along, nor the most persistent. Our first few tips will focus on choosing the right recruiter with which to align.

2. Reputation

The person you choose will represent you to your prospective next employer. So think subjectively and objectively about how that will reflect on you. How do you feel when this company contacts you? What do your peers think about them, and what is their online reputation? You'll almost always find some negative response, such is the nature of this business. The trick is to pick the company or person with the best reputation in your industry.

3. Seek advice

A good consultant will provide suggestions to each applied role offering advice on your CV, skills to improve and how to stand out during the interview process.

They are experienced and can let you know what courses, skills or certificates can help make your profile known to the employer. What’s more, you should consider temporary or interim jobs as a way to add value to their CV and earn credibility in their roles.

4. Previous success

Ask your shortlisted recruiter to provide testimonials from previous customers, both clients and candidates. And then follow up. They will only provide happy customers, but you will learn a lot just by their willingness to provide such details.

5. Motivation

One final thing to consider when choosing a recruitment or executive search firm is their motivation. On the face of it, their job is to get you a job. But they may be engaged by employers to find multiple candidates for a role. They may simply have taken on too much work. Ask them what else they are working on and who they are working for. You never know, they may tell the truth.

6. Put your money away

Finally, and obviously, but it needs saying: do not pay anything, and if you are asked for a ‘registration fee’ or similar, run a mile. You are the commodity that is being bought and sold here, and the recruiting company is paying the bill.

7. Keep your options open

So, you have selected the best recruiter for you. Well done. But be mindful that they are not the only executive search firm you can use. Don’t sign anything that makes you exclusive to them. If you do they will get paid however you find your next job, and motivation will disappear. Leave your options open in case the perfect role appears via another recruiter. You never know.

8. Be creative

According to Harvey, 15% of CIOs are changing roles, up by a quarter than the previous year.CIOs using recruitment firms need to be creative to ensure they are ahead of competitors.

Updating old skills, any training programmes and voluntary schemes offer great opportunities for CIOs to highlight themselves as well-rounded candidates.

9. Keep looking

Similar to the previous point, but worth reiterating. Hiring a good recruiter will shorten the odds on you getting a good job. But that doesn't mean your work is done. You are the only person who can achieve this goal, so keep on looking and stay in control of your search.

10. Be honest

Now it is on you. The temptation for most people is to be modest, and temper their demands to avoid being seen as arrogant or unrealistic. But the recruiter is motivated by getting paid, so they need the honest truth. When speaking with external search firms be honest and direct about your job objectives, past compensation, desired salary, geographical preferences and other details. And be honest with yourself. What do you want?

11. Ask questions

Now you have selected your recruiter, and you are in the process of being matched with open positions. Ask questions, all the time. Ask them of the recruiter, and ask them when you get to an interview. Make sure the job you are being moved toward is truly the job you want.

12. Get on the phone

This process is like buying a house. You want to feel that your solicitor is working 12 hours a day to get things done, but they have a dozen other clients and so they will tend to focus on the most persistent customer. Call your recruiter daily to find out what they have for you. They will push your case a lot harder, and you will be front of mind.

13. Time saver

A CIO’s work is never done as CIO UK previously discussed how leaders can effectively manage their time.

No matter how many times you reword, edit or reread your CV there is no correct way.

A consultant can speak to recruiters asking for feedback on your application which will help improve your chances for a future role. What’s more, they will help manage the process by scheduling interviews and communicating with employers on your job requirements.

14. Choose your battles

If you are regularly in contact with your recruiter you can insist that they get your permission before submitting your application for any role. This is for a couple of good reasons. For one thing you don’t want to be put forward for a job that doesn't suit, and for another you may want to apply direct for some roles, without the recruiter being involved. And you never want to apply twice for a job - it looks terrible.

15. Control the message

On a similar vein, it is critical that only you can edit or approve edits to your CV and cover letter. The recruiter may be the expert in getting you a job, but you are the expert in you, and you don't want to be misrepresented.

16. Negotiate your salary

Again, the house-buying analogy holds up here. Like an estate agent, a recruiter is motivated by getting a deal done much more than they care about how much the deal is worth. They get a small percentage, so a significant difference for you is trivial for them. Once you are in the negotiation stage, take control. Get what you want. Read next: 5 ways to use mobile to get your team to work smarter.